Talent Acquisition Manager

thyssenkrupp; Southfield (MI); On-site; USD 120,000 - 180,000; Full time

Job summary

thyssenkrupp in Michigan seeks a Senior Talent Acquisition Leader to develop and execute comprehensive talent strategies aligned with business growth and workforce needs.

You will partner with business leaders and HR to map current and future talent, lead workforce planning, and drive employer branding, sourcing innovations, and analytics-driven recruiting. The role emphasizes leadership, stakeholder management, and data-driven decision making.

Qualifications

• 7+ years in talent acquisition or related HR functions.
• 3+ years of leadership or people management experience.
• Proven success recruiting for leadership and difficult-to-fill roles.
• Experience with ATS, CRM, sourcing platforms and analytics.

Responsibilities

• Develop and execute talent acquisition strategies aligned with growth plans.
• Partner with leaders and HR to identify current and future talent needs.
• Lead workforce planning and succession initiatives.
• Oversee recruiting operations, compliance, and metrics reporting.
• Drive vendor relationships and process improvements.

Skills

Leadership experience

Stakeholder management

Talent acquisition strategy

Strategic workforce planning

Sourcing & pipeline development

Data-driven decisions

Communication skills

Employer branding

Diversity sourcing

Relationship building

Education

Bachelor's degree

Master's degree preferred

Tools

ATS

CRM

Sourcing platforms

Recruitment analytics

Talent intelligence tools

Job description

• Develop and execute talent acquisition strategies aligned with business growth plans and workforce needs.
• Partner with business leaders and HR colleagues to identify current and future talent requirements.
• Provide workforce planning recommendations based on talent market trends, business priorities, and succession needs.
• Anticipate hiring challenges and develop proactive solutions for critical and hard-to-fill positions.

Talent Pipeline Development & Strategic Sourcing

• Create and maintain talent pipelines for leadership, technical, professional, and high-demand positions.
• Design innovative sourcing strategies that leverage talent intelligence, market mapping, networking, referrals, and AI-enabled sourcing tools.
• Build and nurture relationships with passive candidates and talent communities.
• Develop targeted initiatives to expand access to diverse and specialized talent pools.

Employer Branding & Talent Attraction

• Partner with Marketing and Communications to strengthen the organization's employer brand and employee value proposition.
• Drive recruitment marketing initiatives across digital, social media, campus, industry, and community channels.
• Promote a compelling candidate experience that reflects organizational culture and values.
• Monitor candidate feedback and employer reputation metrics to continuously improve talent attraction efforts.

Recruiting Operations & Technology

• Lead the optimization and effective utilization of applicant tracking systems, recruitment marketing platforms, CRM tools, and sourcing technologies.
• Identify opportunities to streamline recruiting processes through automation and emerging technologies.
• Establish recruiting standards, policies, and best practices to improve efficiency and consistency.
• Ensure compliance with employment laws, data privacy requirements, and company policies throughout the hiring process.
• Develop and maintain recruiting metrics, dashboards, and reporting tools.
• Monitor key performance indicators, including time-to-fill, quality-of-hire, cost-per-hire, source effectiveness, and candidate conversion rates.
• Use data and external market intelligence to recommend process improvements and resource investments.
• Evaluate vendor relationships and recruiting partnerships to ensure maximum return on investment.

Strategic Partnerships & Community Engagement

• Build and maintain relationships with universities, trade schools, professional associations, workforce development organizations, and recruiting partners.
• Establish long-term talent pipeline programs that support organizational workforce needs.
• Represent the organization at industry events, networking opportunities, career fairs, and community outreach initiatives.

Leadership & Team Development

• Coach and develop recruiting team members on sourcing strategies, consultative recruiting, interviewing practices, and stakeholder management.
• Foster a culture of innovation, accountability, collaboration, and continuous improvement.
• Develop recruiting playbooks, toolkits, and training resources that enhance team effectiveness.

Executive & Critical Talent Acquisition

• Lead recruitment efforts for executive, leadership, and other business-critical positions.
• Serve as a trusted advisor to leaders on talent availability, market conditions, compensation positioning, and hiring strategies.
• Conduct talent mapping and competitive intelligence to support strategic hiring decisions.
• Manage confidential and sensitive searches with professionalism and discretion.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• Master's degree preferred.

Experience

• 7+ years of progressive experience in talent acquisition, recruiting, workforce planning, or related HR functions.
• 3+ years of leadership or people management experience preferred.
• Demonstrated success recruiting for leadership, technical, professional, and difficult-to-fill positions.
• Experience leveraging ATS, CRM, sourcing platforms, recruitment marketing tools, and talent analytics solutions.
• Strategic workforce planning and talent acquisition expertise.
• Advanced sourcing and talent pipeline development capabilities.
• Strong understanding of labor market trends and talent intelligence.
• Exceptional stakeholder management and influencing skills.
• Data-driven decision-making and analytical abilities.
• Knowledge of employment laws, recruiting compliance, and fair hiring practices.
• Strong communication, presentation, and relationship-building skills.
• Ability to balance strategic planning with operational execution.
• High degree of professionalism, confidentiality, and business acumen.